ASSIGNMENT BRIEF QUALIFICATION UNIT NUMBER AND TITLE PEARSON BTEC HIGHER NATIONAL DIPLOMA IN BUSINESS 03. NOV 2021 07 JAN 2022 RESUBMISSION DATE 19 NOV 2021 07 JAN 2022 RESUBMISSION DATE 20 JAN 2022 R

Part A of task 1 is about the overview of Pakistan Tobacco Company, Purpose of Human Resource Management of PTC. Workforce Planning and Resources applicable to PTC.  Part B is about the strengths and weaknesses of the HRM of PTC.  Task 2 is all about HRM practices and the importance of employee relations. Task 3 is all about the evaluation of HRM practices and functions.     

ASSIGNMENT BRIEF
QUALIFICATION UNIT NUMBER AND TITLE
PEARSON BTEC HIGHER NATIONAL DIPLOMA IN BUSINESS 03. HUMAN RESOURCE MANAGEMENT (LEVEL 4)
INTERNAL VERIFIER UNIT TUTOR
ZAFARULLAH KHAN SANJRANI
DATE ISSUED SUBMISSION DATE
19 NOV 2021 07 JAN 2022
RESUBMISSION DATE 20 JAN 2022
ASSIGNMENT TITLE THE FIRST OF ITS KIND ENTREPRENEURIAL VENTURE
ASSESSMENT CRITERIA TASK NUMBER EVIDENCE PAGE NUMBER
Pass 1
Pass 2
Pass 3
Pass 4
Pass 5
Pass 6
Pass 7
Merit 1
Merit 2
Merit 3
Merit 4
Merit 5
Distinction 1
Distinction 2
Distinction 3
Task 1
Task 1
Task 2
Task 2
Task 2
Task 2
Task 3
Task 1
Task 1
Task 2
Task 2
Task 3
Task 1
Task 2
Task 3
LEARNER DECLARATION
I CERTIFY THAT THE ASSIGNMENT SUBMISSION IS ENTIRELY MY OWN WORK AND I FULLY UNDERSTAND THE
CONSEQUENCES OF
PLAGIARISM. I UNDERSTAND THAT MAKING A FALSE DECLARATION IS A FORM OF MALPRACTICE.STUDENT.
SIGNATURE :____________________ DATE:______________________
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who
break the rules, however innocently, may be penalized. It is your responsibility to ensure that you
understand correct referencing practices. As a university level student, you are expected to use
appropriate references throughout and keep carefully detailed notes of all your sources of materials for
material you have used in your work, including any material downloaded from the Internet.
Contents
Task 1. Part A
Introduction 3
Overview of Pakistan Tobacco Company 3
Purpose of Human Resource Management of PTC 4

Functions of Human Resource Management by PTC 6
Workforce Planning and Resources applicable to PTC 7
Functions of HRM can Provide Talent and Skills 8
Part B
Recruitment 10
Strengths and weaknesses of different approaches to recruitment and selection for the chosen
organization. 10
Identify HRM functions and processes discussed in context of PTC 13
Task 2
HRM Practices for Both the Employer and Employee. 17
HRM Practices in Terms of Raising Organizational Profit and Productivity. 18
Exploration and application of different practices discussed in terms of Pakistan Tobacco
Company (used by PTC) 18
Importance of Employee Relations with Respect to Influencing HRM Decision Making 19
Key Elements of Employment Legislation and the Impact it has Upon HRM Decision Making for the Chosen
Organization 20
Task 3
Job Description 22
Tailored CV 23
Shortlisting Interview Notes
A job Offer to Selected Candidates 25
Evaluation of HRM practices and the rationale for conducting appropriate HR practices 26
Explain how these Functions can help in recruitment and selection 26
References 27
Introduction:
Human resource management is a course of action used for accomplishing an angle, expanding & assigning the
schemes, and strengthening the arrangement of HR in any administration. In general, it involves the adequate
achievement for HR to bring in a good outcome. The course of human resource management consists of
recruitment, hiring, training and selection, and engaging the employees in the organization. It is highly essential for
an organization to upgrade the brand representation and to control the internal adaptability of human resources.
The constitution and law of the organization are managed with the system of human resources, It conducts to
boost up the commission of human resources and the potency of employees can be expanded.

In this article, Pakistan Tobacco Company will be examined according to human resource management in business.
The report also evaluates the ability of the HR department to improve the profit as well as output of the
organization.
TASK 1
OVERVIEW OF PAKISTAN TOBACCO COMPANY (PTC)
Profile Of PTC:
Pakistan Tobacco Company is the first multinational corporation of Pakistan and Latterly celebrated About 74 years
of its effectiveness in the country. The organization is affiliated with the multinational British American Tobacco
group, which currently employs over 55,000 people, runs in 180 countries, and has been labeled as the most
sustainable company worldwide in the 2019 SEAL Business Sustainability Awards (Dailytimes.com).
The company was incorporated in Pakistan and has registered its name on three stock exchanges of the state. The
company was built in the year of independence, 1947 shortly after the division of the subcontinent. It occupied the
business of Imperial Tobacco Company (India). A new tobacco factory named Akhora Khattak was established to
avail the increasing need, the company is now one of the biggest factories of KPK. (“Profile of Company”, 2021)
PTC supports its employee good relations with the organization, the company offers several benefits for its workers
which include well-paid wages, bonuses, leaves, and social security. The HRM sector of PTC is in charge of all
financial records of pay for a worker. The company also celebrates various events for factory workers such as
appreciation events etc so they can be at their best. The company also helps to boost the employee’s family

security by providing life insurances, along with that the HR sector arranges welfare activities, talents scholarships,
Hajj, and umrah schemes and Training programs as well. (Careers, 2021) Brands of Pakistan Tobacco Company:
PTC owns various brands which include Gold Leaf, Gold Flake, Capstan, Wills, Embassy, and Benson & Hedges.
Explain the purpose
and resourcing.
HUMAN RESOURCE MANAGEMENT (HRM) :
Human resource management is a process of hiring, recruiting, managing, and posting the right employees. It is
often mentioned as human resource (HR). The responsibility of generating, putting into effect and supervising
policies about managing workers, and the relationship of workers with the company is handled by the HR sector of
the organization.(techtarget, 2018)
PURPOSE OF HRM IN WORKFORCE PLANNING :
The purpose of the human resource department is to be in charge of various needs of the company's employees
which includes commercial and legal matters. There are six objectives that form the foundation of the HR sector in
most modern organizations.
1. Staffing Needs
Human resource manager’s first interest is to assure that the business is properly staffed and hence is capable of
planning the human resources it needs. This procedure involves plotting organizational structure, recognizing under
which agreements different sets of employees will perform. An organization can compete efficiently by advancing
hiring packages that are attractive enough to sustain employee skill level, whereas over time organizations have
opted for a more strategic approach in order to meet the staffing objectives.
2. Maximizing performance
After completing the first objective, HR managers aim to make certain that employees are ambitious, highly
motivated and obligated towards their work in different roles. To maximize their performance, and focus on target,
training and development, reward system, and welfare functions are some schemes that play a vital role. In
addition to that, to upraise the engagement of employees in emerging new concepts there is a range of employee
involvement initiatives. Also, a similar term ‘employee engagement' is breaking out in HR circles recently, this idea
summarizes what is essential if organizations are to successfully increase individual performance.
t he functions of HRM, applicable to workforce planning
and

3. Managing change
Human resource management function in efficiently managing change is the third key objective in almost every
business. Change can be of different types such as it can be solely structural, requiring a restructuring of activities
or the addition of new candidates in specific roles, while sometimes cultural change is needed to improve attitudes,
theories, or ever-present organizational norms. The HR function plays an important role in such situations through
activities like recruitment and development of workers with the required skills to operate the change process, the
enrollment of new agents, and the building of reward system along with proper and effective employee
involvement, Despite that, one must not forget the fact that change without genuine employee involvement may
cause conflicts in an organization.
4. Efficient administration
The fourth objective is mainly concerned with underpinning the accomplishment of other forms of objectives.
Gaining brilliance in performance and cost potency in the deliverance of fundamental administrative tasks as a
target is essential as it provides the organization with a competitive advantage against the companies which are
weak administratively. As Stevens (2005:137) mentions the importance of achieving strong administration in HR if
the potential legislative risk is to be lessened. Along with that, the HR department keeps the administration up-to-
date with laws by staying attentive to these regulations
5. Maintain a positive reputation
The HR function plays a great role in building a respectable reputation as a socially and ethically liable organization.
This is achieved in two ways, the first one includes promoting an understanding of and dedication to the moral
conduct of managers and employees. It can be accomplished by implementing these objectives in recruitment
campaigns, in guidelines about the selection of new candidates, in promotion of workers, in the development and
performance management of employees. The second method is concerned about how the staff is managed, as
poor treatment of people in an organization is not profitable and can simply make the organization’s reputation
unethical.
6. Well-being policies and practices
The HR functions sought to identify noticeably more closely with management objectives and tried to suffer the loss
of reputation as contributing to functions that interposed between management and employees, such as by
advertising the interest of staff in the meeting room. There now seems to be a reversion to the situation in which
organizations have become eager once again to bombast their policies and practices about well-being. There is no
doubt that macho management still exists but its importance has been minimized or even denied in some cases.

FUNCTION OF HRM IN WORKFORCE PlANNING:
The primary functions of the HR department are :
1. Recruiting the right people with the right skills for the right job:
Recruiters who operate in-company as compared to the companies that postulate staffing services and recruiting,
play a critical role in expanding the employees' personnel. They publicize job vocations, source applicants, screen
candidates, manage introductory interviews and correlate the hiring efforts with the supervisor, in charge of
finalizing the candidates.
2. Maintaining a positive space:
One of the essential functions of HR includes assisting in workplace security training and continuing federally-
authorized logs for organization injury and fatality information.
Additionally, to assist the compensation matters of the employers, the HR safety and risk authority often
cooperates with the HR benefits authority.
3. Training and Development:
Struggles like scheduling, training sessions, planning, and assessment of each onboard might take place, to
minimize the difficulties, solutions such as training management software can be a helping hand with easy
schedules, auto-reminders, tracking capability, and reporting. An adequate training practice can be maintained by
an HR manager.
4. Compensation and benefits:
Human resource department personnel assess and make changes to a company's pay structure by exploring
compensation trends seeking to provide the workers with fair pay. Human resource personnel must examine and
explore to acquire the good packages of benefits such as dental insurance, health insurance, and a retirement plan
which provides sufficient coverage for workers while keeping down the charge for the employer.
5. Attain Organizational Goals:
A successful HR needs to accomplish business requirements and goals by utilizing human resources. HR must have
efficient planning and execution to succeed at organization objectives.

6. Employee-Employer Relation:
Employee relations is the discipline of HR focusing on enhancing the employee-employer relationship by estimating
employee engagement and settling workplace problems.
WORKFORCE PLANNING
Workforce planning is the action of stabilizing labor supply as opposed to numbers needed (demand). It comprises
examining future workforce demands, determining the contemporary workforce, recognizing the gap with time,
and executing solutions in order to achieve goals, missing and strategic plan for any organization. The workforce is
about assigning the right individuals with suitable skills for the right job needed at the right period, providing the
right cost along with the right contractor to convey the administration’s long and short-term objectives. Workforce
planning can help in attaining better analysis about the future individuals wants of the business to enable any
sustainable organization conduct.
Importance And Benefits Of workforce planning
Workforce planning is a process that we can use to assure alignment. For any organization hiring staff, workforce
planning can be a tool that you can use to form a flourishing future for yourself and your employees.
Fundamentally, workforce planning is the description and the inspection of what your corporation needs regarding
the experience, understanding, quality, and expertise of the workforce to accomplish its objectives.
Strategic workforce planning can be beneficial for an organization in many ways such as decreasing hiring costs,
preparing for the future, identifying the needs of customers, analyzing workforce discrepancies, driving talent
investments, recognizing gaps with time, designing HR processes with a business plan, upgrading recruitment
procedures and preparing for a change.
HRM functions applicable to Workforce Planning
Workforce planning is a process that is applied when restructuring or expanding an organization and achieving or
expecting a load of work by winning offers and big projects. HR is required to analyze Workforce supply vs
Workforce demand and implement specific techniques in order to reduce any resource shortage and supply action
plans. The supply can be formulated in the form of development/training of considerable existing employees,
parenting with organizations that can provide such skills or hiring new employees.

At the same time, this demands interaction between different HR functions such as learning & development,
recruitment along with HR business partners who influence business function to plan this in advance. Workforce
prediction is becoming an attractive tool for Workforce planning activities to recognize high potential, risks and
cautious business areas. (Clapon, 2020)
Assess how the functions of HRM can provide talent and skills appropriate to fulfill business objectives
The following roles of HRM can be productive in providing relevant talents and skills to fulfill the business
objectives.
The Strategic role of HRM
The human resource management sector advises the management sector about the decisive management of
people as human assets. It consists of recruiting and employing candidates with particular skills to fit with the
wishes of the organization's present and future objectives, harmonizing employee interests, and proposing worker
training and development schemes.
Building allegiance and commitment
The HR department also suggests methods for raising employee dedication to the company. This is initiated by
recruiting procedure or by assigning employees with suitable positions according to their skills.
Staying competitive and modern
Human resource management needs strategic ideas to direct the growing necessities of employers along with
continuously varying combative job markets. Employee welfare schemes must be constantly evaluated for the cost
to the manager.
Evolving of a talent pipeline
The human resource management professionals assist the organization to grow competitive advantage which
allows the business to produce economic consumptions improved or more reasonable than its opponents. Private
ventures battle with each other in a “talent war” to maintain an effective human asset.

Flourishing skills for future
At all decision-making scales of the organization, supervisors along with HR teams work side by side to improve
employees’ skills. For instance, the HR department suggests the administrator and manager about the tactics of
designating workers with suitable ranks depending on their skills, hence backing the organization to adjust
effectively in its environment.
Explain the strengths and weaknesses of different approaches to workforce planning, recruitment and
selection, development and training, performance management and reward systems.
EVALUATE THE STRENGTHS AND WEAKNESSES OF THE DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION.
Recruitment is a process in which human resources managers of the organization explore and employ qualified
candidates for an unfilled job role, it is not only a functional activity but also a strategic & planned activity for the
business. Recruitment can be of two types which include internal and external. Internal recruitment is when the
company looks to hire for vacant job roles with their current employees whereas, in external recruitment the
organization discovers the candidates from outdoors or from a competitive market, this process costs time as well
as a great price. This process is completed on the report of needs of duty, this process demands attracting,
screening, determining, and employing the people. (Recruitment and Selection – The Most Important HR Function,
2013)
Selection is the process of picking out the more suitable candidate who can fill up the available job role. The HR
manager selects the candidate who has the skills required for the job according to the needs of the company. The
selection of the right candidate for the required vacant job role proves to be advantageous for the organization, as
it helps the company to achieve its objectives. An adequate selection provides the organization with a better set of
workers along with the right attitudes. (Recruitment and Selection – The Most Important HR Function, 2013).
The recruitment approach consists of job analysis, job description, person specification, job advertisements. The
strengths and weaknesses of recruitment approaches are mentioned below:
Job analysis:

Job description:
Strengths Weaknesses
● It helps to motivate the right skilled candidates to apply
for jobs.
● The job importance is clearly explained and simplified.
● It is helpful in hiring the right people for the right job.
Person specification:
Strengths
●
●
●
This helps in attracting required candidates
with suitable skills.
The candidate can recognize their abilities. It
helps the applicant to understand the needs
of the company.
●
●
●
● At times, it becomes difficult to figure out
responsibilities.
● It usually fails to attract good candidates
● It inhibits modernization where the responsibilities are
mentioned.

Strengths Weaknesses
●
●
●
It provides a wider audience
Accessible anywhere and to everyone.
Provides a great number of talents.
●
●
It gives an unwanted response rate.
Advertisements are not good enough to
attract candidates.
● Low skilled candidates
Job advertisement:

e
The main selection approaches include reliability and validity, their str ngths and weaknesses are described here:
Reliability mentions the degree of selection technique that achieves density in what it is evaluating over constant
use.
Strengths Weaknesses
●
●
●
It reduces the time expended on building new
techniques.
The cost is reduced.
The determination of the standard selection
technique is made.
●
●
As time passes by, new periodical changes are
required as continuous use of the same
techniques reduces its effectiveness.
It changes according to the job environment.
Validity refers to the degree of selection technique to which it assesses and what is decided to assess.
Strengths Weaknesses
● It helps in determining the advantages of the
selection technique.
● One can get his hands on the right people
with the right skill.

● An essential requirement of changes from time to
time can be understood.
● At times, determining the effectiveness is
postponed.
● The change in techniques is cost aligned.
● Checking the new validity techniques is time-
consuming.
IDENTIFY THE HRM FUNCTIONS AND PROCESSES DISCUSSED IN CONTEXT OF Pakistan Tobacco
Company Limited, I.E. IDENTIFY THE KEY ROLES AND RESPONSIBILITIES OF HR FUNCTION IN
Pakistan Tobacco Company.
Human resource strategies:
The Human resource department will carry on with its attempt to nurture a winning management culture
and raise organizational capabilities by assuring that the employees are capable and eager enough to work
for the company at all exceptional levels. At PTC the candidates have been employed to a large degree by
minimizing the old-fashioned rules and regulations, and further, plan to evacuate the bureaucratic barriers
to capitalize their creativity and talents.
The strong and effective role of HR in people development at various levels such as departmental,
organizational and individual is identified in PTC is among the most crucial factors leading to the
improvement of the corporate culture. The attempt to develop the skills of employees, enhance the

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capabilities of business support officers (BSO), and improve the leadership specialties of managers is
maintained throughout the process.
Human resource practices at PTC:
The HR functions that are practiced at PTC are mentioned below:
1. Recruitment and selection
2. Training and development
3. Reward system
4. Performance appraisal
5. Employee discipline
RECRUITMENT AT PTC
In PTC when a posted vacancy appears, the steps taken in process of recruitment are the following :
1. Recruitment Advertisement ( Externally or internally)
2. External or internal recruitment

3. Collection of CV/applications
Internal Recruitment
Exploring suitable candidates within its organization is known as internal recruitment. The Internal
recruitment process consists of job posting and bidding along with position vacancy notices on bulletin
boards.
In PTC, internal recruitment takes place for the managers of higher ranks and directors. As soon as the job
vacancy arises, the HR de artment observes the past performance of the work rs who fit for the vacant
position and promotes the right person for the vacant job role. For the selection at the director level, the
choice for recruiting a director from the branch of BAT is not in the hands of the HR department of PTC or
any PTC executives but is in the hands of the Asian office of BAT who decides the allocated directors.
External Recruitment
Exploring the required candidates outside of its organization is termed external recruitment. One can attract
required candidates through many sources such as universities, colleges, and public or government sectors.
Recruitment process of BSO’s

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Recruitment initiates with the line managers needed to make requisition and ends with appointment or
documentation
● Role profile required for the vacant position
● Confirmation from the HR manager and line manager
● Job specification
● Invite candidates by methods such as advertisement, direct applicants, campus campaigns, and
direct applicants.
● Shortlisting of applicants
● introductory interviews
● Selection test
● Final interviews of selected applicants
● Medical test
● Appointment
PTC has a very practical approach to recruitment. The most essential thing as regards recruitment is to
recruit professional and qualified personnel. The sample can be that as for MOM’s, they recruit only those
candidates who have graduated from good universities i.e NUST, LUMS, GIK, IBA, etc.

In PTC recruitment occurs both internally and externally, Whenever the situation comes where the required
skill is present internally and externally then the priority is given to internal recruitment because the internal
employee will be wise and aware of the culture of the organization but if the required skill is not available
internally as sufficiently so the recruitment takes place externally.
TRAINING AND DEVELOPMENT AT PTC
The main similarity between employee training and development is that the training is considered to be
present-oriented while the development is said to be future-oriented.
There are three stages of training and development
● Assessment stage
● Training design and implementation.
● Evaluation
Types of training programs
Different types of training programs are designed for different workers.

t e
➢ Orientation: Orientation is only designed for new candidates who are selected through an external
recruitment program. In this training, information about all departments such as head office,
factories, areas, regions, and raw material source.
➢ Technical skills training: Technical skills are concerned with the training of technique and facts which
helps the employee to operate machines, estimation of difficulties, and knowledge about efficient
ways of working.
➢ Management Development Training: Management training is conducted for managers to enhance
their skills such as cooperation, communication and awareness about new working methods.
➢ Altogether training: Training is conducted to assess employees learning about job-related
capabilities. The capabilities which are critical for prosperous job performance includes skills,
behavior, and knowledge,
In PTC, a constant assessment for the enhancement of technical and managerial skills is offered at every
level. The opportunities are also offered to workers to practice their skills. At PTC, training is considered a
way to create intellectual capital. Training programs also involve international seminars.

PTC also has very good training and development schemes. The training and development programs are fully
funded by the organization which includes accommodation, fees, food and travel expenses, etc. PTC
evaluates the performance of the workers annually and based on that evaluation, the organization decides
who should be sent for training. In PTC employees can also request management to send them for training if
they feel it is important, after which the management reviews the request and takes the decision.
SELECTION AT PTC
After the recruitment procedure, the selection of candidates takes place. The selection process is undertaken
to review those applicants who applied for particular job roles and determine which one should be
considered for appointment. The selection process generally consists of the steps mentioned below:
■ Advertisement: Fi st of all the required post is advertised through diff rent platforms such as newspapers and
social media after which the candidates are asked to send applications.
■ The compilation of applications: After different applications are received, the applications are shortlisted by
HR and the line manager who take 10 days for compilation. This is done with great attention by going
through every application and by assigning different weightage according to criteria such as quality
education, age, grades achieved, abroad travel and education, target institute, and relevant skills.
■ Initial screening interview: The call letters are issued to compiled candidates along with a blank application
form where the date, time, and location are mentioned for the initial interview where the candidates are

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supposed to carry along the completed application forms. The interview is carried out by a two-member
panel of HR and line manager.
■ Employment and Assessment test : After the initial interview is cleared, the candidates are tested in
different ways. Assessment centers are arranged for recruitment in the case of management. The material
for assessment is rendered by BAT which consists of case studies provided by discussion amid applicants.
All in all, the HR department is in charge of the administration of assessment centers as well as assessors’
training. In Business support Officers selection tests are planned to evaluate intelligence, functional,
numerical, and writing skills. Currently, AH4 test is being operated for intelligence, numeric, and language
skills assessment.
PTC makes certain that applicants appearing for tests from other cities are reimbursed the charges of
traveling through air, bus, or train.
■ Final interview: After the entire test process, the applicants are shortlisted one more time for a final
interview. The finalizing of candidates is based on their conductivity in the subsidiary stage of the
recruitment and selection process. Final candidates are provided with the date, time, and call-up letters for
final interviews.

PTC makes sure that applicants appearing for final interviews from distant areas are reimbursed for travel
fares.
■ Medical examination: After the final interview, the finalized candidates are consulted by a PTC nominated
doctor for a medical and physical test. The medical report is then forwarded to the HR department.
■ Permanent job offers: Medically fit candidates are given an offer, the details of salary packages and terms
and conditions of the services are provided by the HR department along with appointment letter and other
service documentation for records
PERFORMANCE APPRAISAL AT PTC
At PTC, Performance appraisal is used to appraise the employee’s performance at work. HR departments
utilize the information accumulated by performance appraisal to estimate the accomplishment of
recruitment, selection, placement, training, orientation, and more activities. Managers are provided with
formal appraisals to help them with pay, placement, and alternative decisions. The sort of formal appraisal
which is applied in PTC for BSO is known as “ Success Through Performance Evaluation ( Steps) “ and the
method applied for managers is “ Performance Appraisal For Career Enhancement ( PACE)“.
Basis on Technical skills and Core skills, the managers or authorities rate the appraisal forms. The
differentiation between the actual competency level and the predicted competency level which is also
determined as meeting the target criteria gives a true idea of employee capability. The training programs are

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conducted to conquer the problems after analyzing the strengths and weaknesses. In PTC, Success Criteria is
a standard measure that demonstrates the behavior needed to adapt to meet future objectives.
REWARD SYSTEM AT PTC
● Compensation: PTC regards its employees as a resource where the company invests and looks forward to
expected results in return. Paying more than the market average advantages the company to attract and
employ top talent available to maintain a productive workforce.
Promotions: Promotions to higher posts are offered to employees having good performance to keep them
motivated. In PTC, the two bases of promotion are suitability and seniority. Seniority is related to the time
that an employee has passed at PTC, while suitability means the worthiness of the employee in terms of
performance in the company.
In the department of production, the promotion is easy as from group mechanic to machine controller. A8-
A9-A10 in training for promotion. A1- A6 take a period of nine months and A8-A9 takes eighteen months.

TASK 2 (LO2 & LO3)
The benefits of different HRM practices for employer and employee
1. Development and training
Coaching and training of employees and progress of several factors as development empowers organizations
to attain and seize improved and enhanced skills & talent, job satisfaction, esprit de corps (team spirit of
staff), improving production and resulting more profit. Eager, keen and lively coaching and progress
proceeds staff members' commitment and generates a competitive, committed and well-organized
employees that is censorious for financial performance of organization.
Coaching and progress provides employees with opportunity to nurture the skills and enhance the
competence. It also benefits in better performance. Coaching programs nurture the employee’s ability to
be more creative and independent when they come across various challenges (Ramly, 2021) .
2. Flexible working practices
Many kinds of benefits and advantages available to employers who permit adjustable performance practices
for their office personnel. Initial advantage is that it enhances retention of staff. It charms extreme level

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talent, enlarging produc ion and raising staff Engagement. On the other side, mployees are benefited as it
lessens the possibility of stress, headache, depression and anxiety as a result of work pressure. It is termed
as enhanced and improved job satisfaction for staff (Heikkinen et al., 2021) .
3. Performance management
The employers are benefited as it assists in registering or documenting salary records & transactions,
providing feedback of staff’s performance, also identifying good or bad workers, communicating staff
decisions (e.g., discipline maintenance and upgradation as promotion), and further assists in retaining or
terminating staff in result of bad performance.
Employees are benefited as managers are able to engage the employees to required jobs in a very short
time, workers have greater advantage of independence, and attain clarity about management’s objectives
(Anwar & Abdullah, 2021).
4. Rewarding Management
Better rewarding management system benefits both employers and employees. Reward systems
attract and retain the top skilled workers, as a fundamental and essential in keeping best employees
on board. It further improves the producing skills of staff.

Effective and efficient rewarding management systems guarantee the significant relation of staff
towards organization. Generating a beneficial reward system for employees is considered as the
system for motivating employees. This retains employees for a greater period (Shafagatova & Van
Looy, 2021).
5. Discipline, Grievance and Redundancy
Fairness and unfairness activity benefits both employers and employees as encouraging staff members to
not to worry about retaliation. This benefits management for speedy regulation and controlling of
complaints.
Discipline (Code of Conduct) assists in improving planning, cost-effectiveness and competence of workers. It
shortens the hiring process period and time, costing matters for employers and percentage of absences.
In every organization, excessive policies, terms and conditions are made aware to workers, organizations try
to do their best, possibly no to excess any worker but according to the requirement. Those who are in excess
of those who are assigned to different job orders are terminated from their job. This situation mostly comes
in times when technological amendments occurred. Management tries to adjust but if some found in excess
are presented with attractive packages that are enough to make them satisfied to go off the organization
(Dash, 2021).

bb e
6. Strategies for building and improving employee relations and engagement
Many various benefits come in sight of good and better employment relations for both employers and
employees
(Toksöz, 2021). Few of them are as follows:
a. Staff engagement or commitment
It drives better improved commitment, sharing, reviewing and promoting worker’s
hopes. b. Worker productivity
It improves worker’s productivity. Organizations with well-organized worker’s relations are
benefited with greater and huge revenues, profits and production.
c. Worker authorization
Better employment relations and communicating courses of actions enables managers and
workers with authorization power as empowerment, providing workers responsibility in
managing their assigned tasks and taking required decisions for the accomplishment.

Evaluation of effectiveness of various Human Resource Management (HRM) practices in terms of
raising organizational profits and productivity
Adjustable working practices, supervision and management performance and rewarding system plays a very
important and vital role in raising organizational profits and productivity. Organizational profits and
productivity are raised, when workers work free of work pressure, job anxiety and depression. Adjustable
working practices provide both management and workers this benefit and this ultimately increases
organization’s revenue and productivity. Performance management is directly linked with profits and
productivity. It enables top skilled managers to engage and manage the workers on different jobs in the
company in a very short time and here straight directions are given to workers that in a short period of time
reduces cost and result in increase of profit (Amjad et al., 2021). Reward system is further categorized into
Compensation (in this organization invests in employees and returns into as enhanced and enlarging
productions and revenue. compensating workers more than the market rates benefits the organization to
maintain productive labor) and Promotions (upgrading to upper positions keep employees more motivated
that results in more intellectual supervision on productivity which ultimately increases company’s profits).

dd e
Exploration and application of different practices discussed in terms of Pakistan Tobacco
Company (used by PTC), providing relevant examples. Critically evaluating the extent to which
these processes and practices are of beneficial to Pakistan Tobacco Company (PTC)
Performance appraisal system at Pakistan Tobacco Company (PTC) is used for examining the performance of
workers. The Human Resource (HR) department makes the best possible use of this system by utilizing the
data statistics gained from this system application. Managers are supplied with formal assessments to assist
them in remuneration and decisions. The form of system that is adapted by Pakistan Tobacco Company (PTC)
for workers is known by the name of “Success Through Performance Evaluation (Steps)” and for managers is
“Performance
Appraisal for Career Enhancement (PACE)”.

In job permanency, medically examined and recommended applicants are offered with detailed salaried packages
and along with terms & conditions. This benefit attracts workers in this competitive era, as not to worry of dismissal
from job, motivates workers to work more speedily to finish the tasks assigned.
Moreover, Pakistan Tobacco Company (PTC) is successfully making sure the application of coaching and progress of
workers, rewarding systems (compensation and promotion) and disciplinary course of actions for any kind of
unfairness.
These are beneficial to Pakistan Tobacco Company (PTC) in terms of maintaining its leading positions among other
competitors. Providing employees a successful platform for career progression (Zafar).
Analyze the importance of employee relations in respect to influencing HRM decision making.
In terms of Pakistan Tobacco Company (PTC), employee relations extend a broad impact on decision making
techniques of Human Resource Management in terms of improved workplace and workforce relationships.
Involvement of workers and managers in decision making provided them with the opportunity to give their
opinions and share their mind perceptions, views and ideas with each other. Relationship of managers and workers
sounds like a strong bond of teamwork, possession of work, trustworthiness, motivation and morale among each
other. Decision making is pivotal for proper direction of organization’s functions and operations, also for proper
allocation of financial resources (Yadav & Hazarika, 2021).
Identify the key elements of employment legislation and its impact upon HRM decision making.
The several key elements are considered as key elements of employment legislation as equality among workers,
data protection (policies and protection to the privacies), health and safety, excessiveness, dismissal and
employment contracts. Being a leading and successful manufacturer of these trending brands, Pakistan Tobacco
Company is strictly making sure the successful application of several key elements of employment legislation. As
PTC is owning trending brands like Gold Leaf, Gold Flake, Capstan, Wills etc. Nothing has not come in sight related
to any key element of employment legislation that PTC is not implementing (Shet et al., 2021).
Evaluate the key aspects of employee relations management and employee legislation that affect HRM
decision making in terms of Pakistan Tobacco Company (PTC) – critically evaluation
Better employee relations prevail that workers feel satisfied relating to their job as well as honor to be part of such
a leading organization(Syed & Tariq, 2018).
On the basis of Pakistan labor laws, Pakistan has more than 70 laws relevant to labor problems and matters. The
several important labor laws greatly impact on Human Resource Management (HRM) decision makings in terms of
Pakistan Tobacco company (PTC) as follows:

● Article 11, any part of it and any further subdivision of provisions does not allow or give permissions for
any kind of child labour or forced labour. PTC being a professional manufacturer ensures the
implementation of this provision of law and does not conduct or involve in any activity related to the
hiring
of underage children.
● Article 17 states and provides the basic rights to generate unions and practise freedom of association. PTC
ensures providing its workers with individual rights as well as employment rights.
● Article 18, states and provides the general public to be involved in any kind of lawful activity related to
business, profession and occupations.
● Article 25, states and upgrades the equality rights and forbids any kind of difference as discrimination
specially related to gender.
● Provision “E” of Article 37, states and provides safety and security protection and stimulates a friendly
working environment. It also highlights strict protection of women and children.
Pakistan Tobacco Company (PTC) not found in any misconduct or violence of any provision of Pakistan Employment
Law.

Task 3
Illustrate the application of HRM practices in PTC by compiling the document portfolio
1. Job Description For HR Officer

2. A tailored CV

3. Documentation of preparatory notes for interviews

4. An Appointment Job offer for selected candidate
Offer letter for HR Officer:

5. An evaluation of the process and the rationale for conducting appropriate HR practices
Different HRM practices are used for different businesses. In the context of PTC, the manager utilizes many HRM
functions in order to make the overall operations more productive and efficient. The HRM practices keep changing
over time. In this modern period, PTC utilizes the modern technology to collect information and interact with
others which increases the efficiency of organization. In recruitment and selection, a major role is played by
modern tools and equipment, it helps the company to grab the attention of candidates with greater skills and
higher qualification from faraway places. Companies can encourage the employees to work more efficiently by
providing better opportunities which will enhance productivity in the market. (Armstrong,2007). At PTC, they
always try to keep the employees motivated by rewards like writing the best performer’s name on board for
encouragement. Such reward results in better performance for the company. The environment is friendly and
comfortable at PTC while keeping health care as first priority. PTC sends their workers for training to other
countries for better understanding and knowledge of imported machinery. Training laced the workers with new
skills and became advantageous for the company. Leaving ratio of the company is approx zero due to the flexible
environment and various benefits. Many opportunities are also available for foriegn investors. PTC being the only
sector to provide pension to its employees, keeps its workers secure. (Our Business Principles, 2021).
Explain how all these above ways can help in selection and recruitment or hiring the right candidate
In terms of recruiting and selection, PTC seeks help from individual expertise from each member. It becomes easy
to compose a targeted job posting when once owns the ability to describe the required person clearly. This method
can be used to evaluate competition considerably, knowledgeable conclusions of candidates can also be made with
this information.
Composing the required set of responsibilities includes divind the roles into different parts and the main target is
identified. A good job explanation is to observe the general support that follows your performance and the
important efforts that are implemented in process, and job analysis must be provided to worthy candidates to ease
them in decision.
Another crucial part of application is online enrollments, profiles and interviews. Employers can advance customer
service by authorizing more flexibility in the recruitment process and by expanding the deposit period. This strategy
helps to attract a greater range of candidates. Recruitment sheets and vocations should be clarified and advertised
through online network websites. Online streaming techniques help to convey messages in different ways.
HRM functions and practices need to be in word-parallel relation in order to make the data more accurate and
understandable. A basis must be provided to check the performance standard to identify the deserving candidate.
Other informal networks, such as those set up through e-learning or other creative strategies for hiring and
retention, are to be acknowledged for this growth.
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